I. Purpose

In order to improve the personal quality and ability of employees, fully mobilize the initiative and enthusiasm of all employees, encourage employees to work hard, provide good promotion and development opportunities for employees with hard work, outstanding performance and outstanding ability, create a fair, just and open competition mechanism within the company, and standardize the promotion and promotion workflow of employees.

How to design your company's promotion channels?

Second, the scope of application

All full-time employees of the company

Third, the content

The company can make necessary adjustments to the positions and duties of employees according to the needs of work. In the case of vacancies in the company, employees can also apply for transfer or adjustment among various departments of the company according to their own wishes.

1) Employee promotion can be divided into intra-departmental promotion and inter-departmental promotion.

Promotion within the department

Refers to the post changes of the employees in the department, which are arranged by the managers of each department according to the actual situation of each department and reported to the administrative personnel department for the record.

Promotion between departments

Refers to the flow of employees between departments within the company. After passing the examination, it shall be approved by the head of the department involved and reported to the general manager or the authorized person of the general manager for approval before being transferred to the administrative personnel department for filing.

2) Employee promotion can be divided into three types.

Job promotion, salary increase

Position promotion, salary unchanged.

Position unchanged, salary increased.

3) the form of employee promotion

Regular promotion: at the end of the year, the company will be promoted uniformly according to its own operating conditions.

Irregular promotion: employees who have made special contributions to the company and performed well in their annual work are promoted at any time.

Employees who perform well in the company during the probation period shall be recommended by the probation department and promoted in advance.

Fourth, the foundation of employee promotion.

1) Ordinary employees of the company have worked in their original jobs for more than 1 year (excluding probation period), and their work performance has been excellent, and they have been ranked in the top three in the company for six consecutive months, and their positions and wages have been promoted by half a level; The performance appraisal results ranked in the top three of the company for 9 consecutive months, and the position and salary were upgraded by one level.

2) The promotion criteria for the department manager-level employees of the company who have worked in the original post for more than 1 year (excluding probation period) are the same as those of "ordinary employees of the company".

3) Three years is a stage. All employees who pass the performance appraisal within three years or above can be promoted to a higher level in their posts or wages.

4) If an old employee has worked in the company for more than 65,438+0 years, and has taught or trained a new employee (the new employee must have worked in the company for more than one year) to become a professional technical expert and has been promoted through salary assessment, 30% of the new employee promoted to the department will be directly allocated to the old employee by the Finance Department for six consecutive months from the date of promotion.

5) Promotion under other circumstances with the special approval of the chairman due to the needs of the company.

6) The promotion standard of position and salary depends on the actual situation of our company.

Five, employee promotion authority

1) The general manager, deputy general manager and assistant to the general manager of the company shall be personally examined and approved by the chairman;

2) The department manager and supervisor shall be proposed by the general manager or above and approved by the chairman;

3) The promotion of ordinary employees is proposed by the department manager or supervisor, reviewed by the deputy general manager, reported to the manager for approval, and notified to the administrative personnel department for filing.

"I want to know more about the most advanced and efficient frontier information such as salary performance, equity and partners! Choose the headline "Zhou Zhilong talks about partnership" first, and your business will change accordingly.

Sixth, promote the principle.

1) Have both ability and political integrity.

Employees must identify with the corporate culture, be consistent with the company and have both ability and political integrity.

2) Equal opportunities

The company wants every employee to have a promotion path, that is, open recruitment and fair competition for managers, but to promote talents, not only academic qualifications, but also qualifications.

3) Combination of "ladder promotion" and "special promotion"

4) "Step promotion" is aimed at most employees. This promotion method can avoid blindness, has high accuracy and is easy to motivate most employees. However, extraordinary talents and special talents should be promoted in an exceptional way, so that rare talents will not be lost.

VII. Promotion mode

1) promotion according to work performance (achievement).

Decide whether to give promotion according to whether the employee's work performance meets the work standards. In this case, the employee's performance and performance appraisal results can be used as the criteria for promotion.

2) promotion according to the degree of investment.

Your employees can be punctual, abide by all the rules and regulations of the enterprise, cooperate with their superiors to complete their work well, and put more energy and time into their own work. These performances can also be used as criteria for promotion.

3) Promotion by seniority

On the surface, seniority only depends on seniority, but it is actually a combination of seniority and ability. After obtaining the qualification that can be promoted, whether it can be promoted depends entirely on the assessment of its work. However, this system recognizes the value of employees' experience and gives everyone an equal opportunity to compete.

-If you have questions about equity, performance appraisal, salary design, top-level business model design, investment and financing, listing counseling, etc. Please pay attention to the title "Zhou Zhilong talks about partnership" and leave your questions. We will call you as soon as possible and analyze them one by one!